Ir & Hr
Hr Policies, Evidence Based Hr, Hris And
Hr Executive In A Leading Fashion Retail
3rd September 2012 From India, Chandigarh
Rather than Deducting salary or initiating disciplinary action for late coming / unauthorised absence, please try to find out the reasons of late coming or unauthorised absence.
In most of the cases, we have observed 'Conveyance' from place of residence to the place of work is the main reason of late coming. You may help to overcome this and see whether this can bring reduction in late coming and unauthorise absenteeism.
Deduction in salary may bring resentiment among employees, unless you follow the steps as suggested by Sri Sai kumar.
3rd September 2012 From India, Jamshedpur
When you were selected for the job, were you not informed about the office timing? You have agreed for that? Then why do you expect employer to find out reasons for your inability to be in time? My point is very simple. If office timing is such and such, then you are bound to be in office in time, nothing more.
Now, taking action against erring employes (late comers), is different issue. (When we say late comers, you must remember, there other employees who also reported in time - how they had come to office in time? ) Give them opportunity (whatever system you may adapt - sending circular, counselling, etc.) to correct themselves. In spite of it if they continue to do, deduct their leave (1/2 day probably), if they still continue to do, then go for disciplinary action.
4th September 2012 From India, Madras
4th September 2012 From United Arab Emirates, Abu Dhabi